PRESENTATION OF LAB TRAINING

VIKAS SHARMA SONU PARVEEN KUMAR GOURAV

Lab Training:
Lab Training or T-group or Sensitivity training means the development of awareness and sensitivity to behavioral patterns of oneself and others. In sensitivity training, the trainees are enabled to see themselves as others see them and develop an understanding of others views and behaviour . It aims at increasing tolerance power of the individual and his ability to understand others. The sensitivity training programmes are generally conducted under controlled laboratory conditions.

HISTORY
The origins of sensitivity training can be traced as far back as 1914, when J.L. Moreno created "psychodrama," a forerunner of the group encounter (and sensitivity-training) movement. This concept was expanded on later by Kurt Lewin, a gestalt psychologist from central Europe, who is credited with organizing and leading the first T-group (training group) in 1946. Lewin offered a summer workshop in human relations in New Britain, Connecticut. The T-group itself was formed quite by accident, when workshop participants were invited to attend a staff-planning meeting and offer feedback. The results were fruitful in helping to understand individual and group behavior.

CONTINU.
During the mid-1950s and early 1960s, sensitivity training found a place for itself, and the various methods of training were somewhat consolidated. The T-group was firmly entrenched in the training process, variously referred to as encounter groups, human relations training, or study groups. However, the approach to sensitivity training during this time shifted from that of social psychology to clinical psychology. Training began to focus more on inter-personal interaction between individuals than on the organizational and community formation process, and with this focus took on a more therapeutic quality. By the late 1950s, two distinct camps had been formed-those focusing on organizational skills, and those focusing on personal growth.

Objective
Increase your understanding of group development and dynamics. Increase your skill in facilitating group effectiveness. Increase interpersonal skills Experiment with changes in your behavior

Continue
Increase your sensitivity to others' feelings. Increase your ability to give and receive feedback. Increase your ability to manage and utilize conflict.

Sources of Change in Groups

Self-observation Feedback Insight Self-disclosure Hope

Vicarious learning

USES
Usually this program is enacted in big organizations such as Large companies & Some govt. agency

The role of the trainers

To help the group and individuals analyze and learn from what is happening in the group. The trainer may draw attention to events and behavior in the group and invite the group to look at its experience. At times the trainer may offer tentative interpretations. To offer theory, a model or research that seems related to what the group is looking at. To encourage the group to follow norms that tend to serve the learning process. To offer training and coaching in skills that tend to help the learning process, e.g., feedback skills. To not offer structure or an agenda. To remain silent, allowing the group to experience its anxiety about acceptance, influence, etc. To be willing to disclose oneself, to be open with the group. On occasion being willing to offer feedback and challenge a participant To avoid becoming too directive, clinical, or personally involved.

MERIT
The trainee learn more about themselves, specially their weakness and emotions
They understand that how they react to others and how others react to them

They discover how the groups work and identify human relation problems
Find out how to behave more effectively in inter-personal relationship and manage people through means rather than power. Developed more capable and genuine relations in which feelings are expressed openly.

Possible Problems
T-Group methods usually encourage self-disclosure and openness, which may be inappropriate or even punished in organizations. T-groups consisted of participants who were strangers. They didn't have a history or a future together and could more easily focus on here and now behavior. Participants being forced or pressured to attend, by an employer or other person with influence, are on the whole less likely to have a positive learning experience. Another issue was that in the organization there were objectives, deadlines and schedules related to accomplishing the work of the company or group. Groups with a task to accomplish could not take the same time that would be used in a T-Group. These difficulties helped lead to the development of Organization Development and team building

SOME BASIC IMPLEMENTATION

The participants should be selected on the basis of their emotional stability and anxiety tolerance The participation should be strictly voluntary The trainees should know in advance that what sort of training they are going to receive The transfer of learning back to the organisation should be ensured